What is corporate culture and what is the best explanation?

How to treat the culture of a startup company is the boss's own culture.

I agree with this view. It started out like this, but it will gradually become a culture of a group of people. The cultural construction of start-up companies is different from that of mature companies, and the management mechanism of 30-person companies and 30,000-person companies is definitely different. Simply put, a company with 30 people and 30,000 people must be the vision and mission of the company, but the culture and management mechanism will become more and more inclusive and become a system.

There is an old saying, whether the system drives the development of corporate culture first or the system redesigns the culture first. The thicker the system, the thinner the culture. What is culture? To put it bluntly, it is the principle of this company. At the beginning of the company's establishment, the system often only supervised the bottom line and high-voltage lines. Other people actually imitate the three levels of law, morality and culture, which is a judgment of a person's words and deeds.

For example, many years ago, employees were late for a while. However, due to the working mode of internet companies, many people work overtime, and it is completely impossible to realize the attendance system simply by relying on system norms or punching mode. At that time, two executives did one thing. They greet every colleague at the gate of the company every morning and greet them. Indeed, they are very distressed and thank those students who work overtime for their work. But those students who were late in it felt different, and this matter was solved at that time. In fact, the starting point behind this lies in whether we rely on the system to control employees, or believe that stimulating the goodness and beauty of human nature will produce great energy. It should be emphasized that this kind of plagiarism is definitely invalid. If you are a founder or an executive, don't learn tricks, but think through the starting point behind it. Many people have the ability to think about skills, but when 10 sounds good, it's up to you to judge. Behind this is cultural thought, which is much more difficult than thinking of tricks. What is the essential difference between traditional management mode and Internet management mode? Under the traditional production mode, standardized mass production pursues the maximization of efficiency, and people are just screws on the assembly line. What the Internet is pursuing now is to stimulate everyone's creativity.

In the process of team expansion, should startups choose people who agree with their own culture? In fact, unless the culture is weird, it doesn't matter much whether they really agree at the moment they join the company, but they will feel it after practice. Pure integrity, will anyone disagree? But when you come in and find these behaviors, treatment is the embodiment of real culture. Whether the company really insists on these things, especially when faced with difficulties, such as problems with partners or problems with subordinates you admire, all cultures are reflected in specific choices. When we discuss it, we will talk about the post-90 s or even the post-00 s, thinking that their participation will be different from some of the original cultural atmosphere of the company. What do we do? I said that culture lies in "choice", and other forms of things are auxiliary. That's a narrow understanding of culture, that's just everyone's habit of working or talking. There are many habitual differences between post-90 s and post-70 s. Founders should not call this culture, because it is too narrow to regard personal thoughts and ways of doing things as culture. In fact, the formation of corporate culture is not difficult. What is difficult is inheritance, and there is no end. How to recruit a person or how to open a person is to convey a culture. If you think about this clearly, it will not be limited to small games.

Is it easier to publicize corporate culture and brainwash fresh graduates? The purpose of recruiting fresh graduates is to recruit obedient people. Then I don't think he can find a good fresh graduate. The problem of fresh graduates should be recognized as two sides. The good side is strong plasticity and relatively low acquisition cost, but it is by no means because it is easy to instill culture and thinking, then you will never be able to recruit those mature and individual experts. On the other hand, his training period is long, and you can't expect him to produce much in 1 year. This is your investment. In addition, a good young talent can't grow up without a good teacher to train them and a good project for them, just like a sharpshooter must have bullets to feed him. Only in this way can the company attract more and more outstanding fresh graduates. If you look for cheap and obedient people, the mess that fresh graduates may give you will drive you crazy. You might as well recruit people with work experience.

The most important link in team culture construction is big love and small love. Great emotion is what employees think the customer value created by his work is, which is the fundamental driving force; Love is the feeling atmosphere of employees, such as being strict or relaxed, and whether they are happy at work. The trap here is that many companies often pay attention to the creation of small feelings and ignore the knowledge of big feelings. Usually when crises, disasters and temptations come, the team will feel vulnerable. As soon as the double salary was paid, the core employees ran away. This kind of problem is that there is no foundation for great feelings. Many employees will finally decide whether to do it or not, which is decided by someone (such as a supervisor).

What is the culture of "Ali flavor"? There is no standard answer to Ali flavor, and everyone's answer may be different. The key is that everyone can find their favorite "taste". For example, I like idealism, openness, tolerance and passion. This is the essence value of culture. Good land can make all kinds of animals and plants grow.

20 14, 14 On February 28th, all employees of Tesla received such an email from the founder elon musk, which wrote: "There are still 72 hours left in 20 14 years, so we should continue our efforts. Let me know if there's a store I need to go to. 65438+February 3 1 that day, I will stick to it until the afternoon 12. " On the New Year's Eve of 20 15, when many people went to a party to celebrate the New Year's Eve, the billionaire worth $ 10 billion chose to continue selling cars in the store.

Musk is not a workaholic, but his "act quickly, we go all out" has been deeply engraved into Tesla's corporate culture by his example. Looking through the list of the world's top 500 companies, we will find that most excellent companies have their own "reality distortion field", which is invisible and intangible, but runs through everyone's breath and blood vessels like air and water, silently guiding and standardizing the words and deeds of every employee in the company.

In the era of fast consumption, the world is changing, and the temptation is always there. Walking in the world, both individuals and enterprises will inevitably have doubts about themselves and the road they choose: what kind of person do I want to be? Did I make the right decision? How should I move on and achieve my desired goal?

This is precisely the most powerful embodiment of corporate culture.

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Why do people admire corporate culture so much?

"An enterprise without culture has no soul."

peter f. drucker

Today, no one will question the importance of culture in the long-term development of an enterprise.

Last year, Gallup conducted a survey of the world's top 500 companies. The results show that "corporate culture and professionalism" is rated as the most important issue in the minds of top 500 managers, and about 86% of senior executives list "corporate culture" as an important or very important issue. In some enterprises, there will be a special "corporate culture officer" position to be responsible for the formulation and maintenance of corporate culture.

Why do managers of the world's top enterprises admire corporate culture so much? As the spiritual core of enterprise development, what can it bring to enterprises?

The word "corporate culture" sounds hollow at first glance, but it is a golden rule that has been tested by the global market after four sets of theories: empirical management, Taylor management, behavioral science management and rationalism management for more than half a century. It is not the product of any expert's subjective imagination, nor is it a simple image-building method that entrepreneurs are interested in, but the historical inevitable result of the development of the era of wisdom intensification, and it is a matching management thought management method that must be born in the era when knowledge and information are important means of production.

Just as culture has become a symbol of a country's soft power, more and more enterprises in China have realized a high degree of understanding: in modern enterprise management, culture is the soft power of enterprises. Development planning and business details may answer a company's questions about operation and profit, but culture determines who a company is and its philosophical proposition in the eyes of consumers. Only when people know you can they begin to understand and accept you. Besides, they can't say anything.

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What can corporate culture bring?

"A career that has no other value except making money is a career that is difficult to survive."

-Henry Ford, founder of Ford Motor Company, USA

What can corporate culture bring to enterprises?

Excellent corporate culture can bring long-term enterprises. Time is ruthless, waves wash sand. In the nearly 100-year history of global business, countless companies have risen and fallen, and few of them can persist for a long time under the erosion of time. An industry, a model, and even a market may fall behind with the passage of time. Only the corporate culture as the spiritual core, like a bottle of old wine, is becoming more and more mellow in time.

From P&G's "Close to Life and Beautify Life" to IBM's "Stop talking and start acting!" From Google's "don't be evil" to Tesla's "six iron laws", all of them are accompanied by every step of the company's development, inspiring and widely circulated.

Excellent corporate culture can also become the core competitiveness of enterprises in market competition. Herb kelleher, CEO of Southwest Airlines, once said: "Give your competitors enough time and money, they can copy almost anything from you, they can poach some of the best people around you, they can also copy your process, and the only thing they can't copy is your culture."

Any general can get the power to mobilize thousands of troops, but it depends on making soldiers respect his majesty and charm. Business can be imitated and copied, but culture is the only one!

The best corporate culture can also unite the whole enterprise on the same vision. There is a cloud in "Four Gentlemen on Virtue": "A thousand dollars' fur is not a fox's armpit; The building material is not mountain wood; The power of peace is not a person's strategy. " Throughout the ages, any great success is not the result of one or two people. The victory of the general needs the courage of ordinary soldiers to kill the enemy, and the success of the enterprise needs the sweat of every ordinary employee.

Facebook pays engineers10 million dollars every year, and it values the honor of working with the world's top peers most. In the post-talent era, salary and benefits are attractive, but what can really retain talents is the sense of identity with corporate culture and values.